Maritime is one of the sectors where conflicts from work to the family are experienced the most. It is vital to examine the results of behavioral outputs in an area where staying away from the family is so effective that burnout is accompanied by severe difficulty. The primary purpose of the study is to examine the role of burnout in the impact of work-family conflicts (WFC) experienced by key players in the maritime industry on job satisfaction. Data gathered from 372 participants working in the maritime sector were analyzed using structural equation modeling (SEM). The results show that burnout has a partial mediating effect on job satisfaction. After the literature review and results, the applications that motivate and keep key players engaged are discussed. In this context, for those working in the maritime industry, from work to family conflict has been shown to play a critical role in burnout and job satisfaction modeling.

Purpose: In this study, the authors aim to test the reflections of two so-called universal leadership styles -paternalistic leadership (PL) and transformational leadership (TL)- on entrepreneurial orientation (EO) and ultimately on firm performance (FP) within the context of SMEs of a developing country, Turkey. Moreover, examining the contingency of uncertainty avoidance (UA) on the relationship between EO and firm performance is another aim of the study.Design/methodology/approach: In this explanatory cross-sectional study, by studying a dataset of 345 small and medium-sized (SME) Techno-park companies in Turkey based on using the Partial Least Squares (PLS) method, the authors try to examine the antecedent role of PL and TL on EO and ultimately on FP. Moreover, we followed a mediation procedure to reveal the mediator role of EO on the relationship between leadership style and firm performance. Finally, the authors also conducted a moderation analysis through SmartPLS 3.0 to explore the contingency of UA on the relationship between EO and firm performance.Findings: Study results indicate that TL is a significant antecedent of EO that results in higher firm performance. However, while PL has a negative impact on entrepreneurial orientation, the results provide no statistical evidence in support of a significant relationship between PL and firm performance. Moreover, the findings indicate that the higher UA, the weaker the relationship between EO and firm performance.Practical implications: Managers, following a TL approach, can successfully encourage their subordinates to be innovative and creative. Transformational leaders are conducive to both entrepreneurship and firm performance within the context of technology-based startups. Besides, avoiding the risks and uncertainties naturally weakens the consequences of EO. Hence, EO, as an essential intangible resource, requires a proper cultural context to result in a competitive advantage.Originality/value: This research provides a comprehensive understanding regarding the interrelationships amongst transformational and paternalist leadership styles, EO and firm performance within an UA context in Small Business and Technology Development Centers (SBTDCs) and Techno-parks. To the best of the authors' knowledge, no other researcher has studied those links in a holistic manner in general, particularly on the SMEs of Techno-park firms of a developing Eastern country. The findings significantly enrich the literature on paternalist leadership and entrepreneurship orientation in a cultural context.

This research aims to examine the relationship between voluntary carbon disclosures and national cultures of Global 500 companies that direct the world economy. The research is essential in terms of showing the results of the Paris agreement, which is considered to have an impact on climate change, one of the most outstanding variables affecting sustainability, in the national context. Our study is one of the few on the sustainability theories (stakeholder, legitimacy, signaling, and system) and the relationship between carbon disclosures and the context of national culture both. As a consequence of this research, the relationships between Carbon Disclosure Project (CDP) data and the national culture to which Global 500 companies belong were determined. In this context, CDP climate scores also differ in five dimensions (uncertainty avoidance, individualism, power distance, long-term orientation, indulgence) other than Hofstede’s masculinity dimension. CDP’s water security values differ only in the social aspect to avoid uncertainty. Also, we find that the Paris agreement makes a difference in carbon disclosures.

İstanbul Üniversitesi Yayın Projesi

Bu çalışmanın amacı; dijital liderlik algısı, işgücü çevikliği ve bireysel yenilikçilik arasındaki ilişkilerin belirlenmesidir. Çalışmada dijital liderlik algısı bağımsız değişken, bireysel yenilikçilik bağımlı değişken ve işgücü çevikliği aracı değişken olarak yer almaktadır. Değişim ve dönüşüm hızının yüksek olduğu sektörlerden biri olması nedeniyle araştırmanın evrenini bilgi ve iletişim teknolojisi çalışanları oluşturmaktadır. Bu çerçevede 200 bilgi ve iletişim sektörü çalışanından veri toplanmıştır. Veriler SPSS paket programı aracılığıyla analiz edilmiştir. Araştırmanın amaçları doğrultusunda güvenilirlik analizi, frekans analizi, normallik testleri, faktör analizi, korelasyon analizi ve regresyon analizi gerçekleştirilmiştir. Yapılan doğrusal regresyon analizi neticesinde dijital liderlik algısının çalışanların işgücü çevikliği ve bireysel yenilikçiliği pozitif ve anlamlı bir şekilde etkilediği, çalışanların işgücü çevikliğinin bireysel yenilikçiliklerini pozitif ve anlamlı bir şekilde etkilediği anlaşılmıştır. Aracılık etkisini için kullanılan Hayes Process macro programındaki analiz sonuçlarına göre ise dijital liderlik algısının çalışanların bireysel yenilikçiliklerine etkisinde işgücü çevikliğinin aracılık rolü oynadığı görülmüştür.